Mama Mia Reply CW Norton Jr Good riddance! Please enter your name here You have entered an incorrect email address! Please enter your email address here TAGSCommissioner Billie Dean Previous articleWhat happens in Apopka, plays in ApopkaNext articleWater management district focused on HOA’s during shortage Denise Connell RELATED ARTICLESMORE FROM AUTHOR May 18, 2017 at 5:29 pm UF/IFAS in Apopka will temporarily house District staff; saves almost $400,000 Share on Facebook Tweet on Twitter LEAVE A REPLY Cancel reply My husband and I have known Commissioner Dean for a very long time. He was my husband’s Ag teacher back in school at Apopka Memorial High and he knew me too, as we were going together back then, before we ever got married. One of the candidates who is running for Commissioner Dean’s seat, he is giving up, also was in the Ag class with my husband, and that is Alexander Smith. Isn’t life funny? I am truly going to miss Commissioner Dean on the Apopka City Council. He has been the voice of reason many times, while serving on the council, and I always voted for him. You know, watching the city council members in action for a long time, one gets used to their personal style, and whether you agree with them or not on issues, everything seems “right” because one gets accustomed to their ways, and personality. I wish Commissioner Dean the very best in his retirement. We do have two very good men running for his soon to be vacant seat, Gene and Alexander, so it will be interesting to see who wins. Good luck to both of you two! Reply Florida gas prices jump 12 cents; most expensive since 2014 May 18, 2017 at 7:20 am 2 COMMENTS Please enter your comment! Save my name, email, and website in this browser for the next time I comment. Gov. DeSantis says new moment-of-silence law in public schools protects religious freedom Breaking NewsApopka City Commissioner Billie Dean, the senior member of the City Council and the Vice Mayor, told The Apopka Voice he will retire at the end of his sixth term in office and will not run for re-election to Seat#1 in 2018.Commissioner Billie Dean is retiring after six terms in office.Dean has been a member of the City Council since 1994 when he succeeded Commissioner Alonzo Williams, who was the first black commissioner in Apopka. Dean is a retired educator that has lived in the Apopka community for more than 35 years. He is married to Isadora Dean and has five children and three grandchildren. He is a veteran of the U.S. Army, served in the Korean War, and received a Bronze Star for valor.“I just think it’s time,” he told The Apopka Voice in an interview after the Apopka City Council meeting tonight. “After 24 years I think I have served the community well and I think I have brought a lot of good to the community also. I feel it’s time for me to step aside and allow someone younger and with new ideas to step in. I didn’t want to lose my luster when I went out.”Two candidates have already announced their intention to run for Seat #1 – Gene Knight, founder of the Social Media page “Apopka Then and Now” and Pastor Alexander Smith.This is a breaking story and it will be updated.
Ljubljana-based freelance investigative journalist Blaž Zgaga is the co-author of “In the Name of the State,” a bestseller about arms trafficking in the Balkans in 1990s, when it was a regional speciality. In 2000, he exposed the existence of clandestine US intelligence operations in the Balkans and was facing a five-year jail sentence for revealing “military secrets” until finally acquitted. Far from being discouraged, he went on to trigger a political earthquake in Slovenia by revealing that senior Slovenian officials had received kickbacks from a contract with a Finnish arms manufacture. The many public figures hit by the scandal include former Prime Minister Janez Janša, who received a two-year jail sentence in June 2013. Follow the news on Slovenia Malahat Nasibova Azerbaijan Find out more Europe – Central AsiaSlovenia Help by sharing this information Serhiy Leshchenko Ukraine Find out more Ganimat Zahid Azerbaijan Find out more Muhammad Bekjanov Uzbekistan Find out more Receive email alerts to go further See more Europe – Central AsiaSlovenia Information hero Blaž Zgaga Hasan Cemal Turkey Find out more
Approximately 100 organisations took part in the survey andmore than half of those had 500 employees or more. Respondents came from arange of organisations from FTSE 100 PLCs, investment banks, City institutionsand major corporations to charities, universities, regulatory bodies, museumsand small, family-run businesses. The questionnaire was also sub-divided intosectors covering finance, manufacturing, technology, media, retail,pharmaceutical and leisure. Comments are closed. Respondents The survey asked whether the maternity policy provided forpart-time work or job share on return from maternity leave as this can be avery difficult issue for employers. While there is no right to return to workon a part-time basis, employers are under an obligation to consider seriouslyall requests for part-time work. Refusals would need to be objectivelyjustified in order to avoid a claim for indirect sex discrimination. Theleisure and pharmaceutical sectors scored extremely well in this respect. At theopposite end of the spectrum, the financial and manufacturing sectors had thelowest rates. Part-time work and sex discrimination Policies and flexible working Parental leave One of the most surprising and encouraging features of thesurvey was the prevalence of policies dealing with family-friendly rights. Thequestionnaire asked which of the following bespoke policies respondents had in place:maternity; time-off for dependants; part-time working; job share; careerbreaks; sabbaticals; equal opportunities; non-harassment; secondments; parentalleave; paternity; and homeworking. Every organisation had its own maternityleave policy, and despite parental leave being a very recent right, 82 per centof respondents had their own policy. Employers have responded positively to the raft of new”family-friendly” legislation, according to research by law firmAllen &Overy A high percentage (64 per cent) of organisations said thatemployees had taken time off for dependants. Although there is no right to paidleave, 48 per cent of respondents offered it on a paid basis, the majority ofwhich were in the financial (46 per cent), leisure (60 per cent) andpharmaceutical sectors (33 per cent). Related posts:No related photos. Flexible working arrangements appear to be increasing inpopularity with 20 per cent of organisations having a job-share policy and 24per cent allowing homeworking. However, only 56 per cent have a formal policyon part-time working. To see how employers are responding to the new rules and togain some understanding of sector norms and practices, Allen & Overy’sLifestyle and Equality Group conducted a survey of its clients. The results were extremely interesting in relation to thenon-cash benefits offered during additional maternity leave, particularly asrespondents also top-up pay. The results showed a high percentage of respondentswilling to continue these benefits, even though there was no obligation to doso. We surveyed the following benefits: private health insurance; pension;holidays; life assurance; and company cars. Eighty-two per cent continuedprivate health insurance benefits, 76 per cent of respondents provided pensionbenefits, 68 per cent holiday, 79 per cent continued life assurance cover and64 per cent offered the use of the company car. In the retail sector, every respondent continued privatehealth insurance, pension and holiday throughout the entire period ofmaternity. In the financial sector, 87 per cent of respondents provided lifeassurance and 84 per cent private health insurance.These results clearly demonstrate that employers are optingfor administrative simplicity. It can be labour-intensive (and may have costimplications) to stop and start benefits for employees. The provision ofenhanced benefit is also seen by employers as a recruitment and retention tool. Maternity Family-friendly policies in the workplace are at the heartof this government’s social reform programme. Employers have been inundatedwith new legislation, regulation and guidance on good practice. The right toparental leave and to time-off for dependants was introduced in December 1999.This was followed in April 2000 by new rules to simplify some of the complexitiesof the maternity legislation. Then came direct rights for part-time staff inJuly 2000. Beyond the letter of the lawOn 1 Dec 2000 in Personnel Today The statutory scheme does not allow for employees to useparental leave as a means of returning to work on a part-time basis by taking,say, two days’ parental leave each week. Leave may only be taken in blocks ofone week and upwards. Few of the organisations surveyed (22 per cent) providedfor leave to be taken in blocks of one week or less. Time off for dependants The survey also addressed the issue of whether an employeewho had been refused part-time work had issued sex discrimination proceedings.The results were not altogether surprising. A larger proportion of sexdiscrimination claims occurred in those sectors where returning to workpart-time was either prevented or discouraged (financial and manufacturing),whereas claims were virtually non-existent in the sectors that offered flexibleworking to maternity returners. Only 12 per cent of organisations surveyed offered paidparental leave, all of which were in the manufacturing and financial sectors.When the right to parental leave was first introduced there was muchspeculation that there would be a low take-up rate because it was unpaid. Thisis not borne out by the survey. Thirty-six per cent of all organisations takingpart said that they had received requests for parental leave – the same or higherthan the take-up rate in those sectors that offer it on a paid basis: 34 percent in the financial sector and 21 per cent in the manufacturing sector. Previous Article Next Article Conclusion These results are noteworthy because it appears from thehigh level of policies in most areas that employers are being extremelypro-active in terms of policy drafting and flexible working. There was aparticularly high correlation between the range of policies offered andcentralised personnel functions, although, perhaps contrary to expectation,this seems to have little to do with the existence of trade unions and workscouncils. Although there was some criticism in the survey responsesabout the volume of workplace legislation, for the most part the frustrationappears to be directed at the complexity of the rules rather than the rightsthemselves. The results show that many organisations are embracing andimproving on the new statutory rights in an attempt to steal a march in theincreasingly competitive labour market. As an alternative to above-inflationpay increases and volatile share option benefits, a family-friendly, flexibleworking culture appears to be an increasingly popular way of countering theproblems of recruiting and retaining good staff. The basic legal position is that employees, irrespective oflength of service, have the right to 18 weeks’ ordinary maternity leave. Foremployees in service in excess of one year, the entitlement is to 40 weeks’leave, 11 weeks before the expected week of childbirth and up to 29 weeks afterchildbirth. This is referred to as additional maternity leave. In relation tostatutory maternity pay, eligible employees are entitled to 90 per cent ofaverage earnings for the first six weeks and a flat rate of £60.20 for 12weeks. During the ordinary maternity leave period, an employee is entitled toall the terms and conditions in her contract, except for pay. So for example,holiday continues to accrue throughout the 18 weeks. On the commencement ofadditional maternity leave, although the contract continues to subsist, there isno legal obligation to continue benefits. The results reveal an increasing trend of “toppingup” the basic statutory entitlements to pay and leave, perhaps reflectinginadequacies in the current rights, particularly with regard to pay. Forty-sixper cent of respondents offered enhanced rights to leave and 51 per cent topay. The most generous on pay and leave was the pharmaceutical sector with 66per cent offering both enhanced leave and pay. Other sectors, such asmanufacturing, scored low on leave (28 per cent) but high on pay (42 per cent). None of the organisations surveyed has asked staff topostpone taking leave, indicating that the right is not as disruptive tobusiness as some commentators had suggested. Although the legislation providesa statutory right to parental leave only for parents of children born after 15December 1999 (currently the subject of an “implementation challenge”to the European Court of Justice), 22 per cent of organisations surveyedoffered parental leave to any employee with a child under five.